Benefits Think

As advisers, it will be important to ensure that employers are carefully considering the legal and privacy impact of implementing these programs.

By prioritizing not just employee engagement but action and monitoring, employers can maximize their investment and improve health and flatten costs.

Instead of debating insurance marketplaces, U.S. lawmakers should focus on comparing the price of prescription drugs in Canada, suggests Perry Braun.

Guidance is sound if it’s coming from a fiduciary, fits the corporate culture and is comprehensive.

A bipartisan commitment to reducing free riders, relieving risk pools and reining in pharmacy inflation will help to fix the broken system, says adviser Craig Hasday.

Student loan repayment, flexible work schedules and retirement funding are among the perks younger workers are looking for from an employer.

The Summary of Benefits and Coverage document has undergone its first major restructuring since 2012 and may have some employers questioning if they are in compliance with group health plan standards, says attorney Carl C. Lammers.

The truth is that group plans typically earn a percentage of total expenditures, and it is in representatives’ best interest for medical services to cost as much as possible.

Advisers, providers and employers will all benefit from a tidal wave of transformation.

Assessing and monitoring family history and lifestyle-based risk factors and giving employees access to experienced specialists are among the underused tactics companies should embrace.